The process of finding particular people who have specific qualifications or potential and get them to apply
Recruitment
100
This life history procedure can be useful when applicants have no previous work experience.
Biodata Items
100
The determination of whether the psychological test or other section device measures what it is intended to measure.
Validity
100
It defines as the degree to which a test seems to measure what it reports to measure.
Face Validity
100
It is meant to assess native validity or capacity for learning.
Aptitude Tests
200
It is a way for an employer to diverse its reputation of being chilly and to increase the diversity of its work forces
Affirmative Action
200
This technique helps the applicant make a more reasoned decision about a position with the company and as a result, reduce turnover.
Realistic Job Previews
200
The consistency or uniformity of the condition and procedures for administering a psychological test.
Standardization
200
It indicates the relationship between the tests’ items.
Interitem Reliability
200
It assesses attitudes and experiences related to a person’s honesty, dependability, trustworthiness, reliability and pro- social behavior.
Integrity Tests
300
The process through which organizations make decisions about who will or will not be allowed to join the organization
Personnel Selection
300
It incorporates the close response format in which the applicant chooses one of several answers.
Weighted Applications and Biographical Inventories
300
It assumes that the relationship between test scores and the criterion; that is, the higher applicants’ score on the test, the better they will do on the job.
Linear Approaches
300
It refers to the comparison between the measure in question and an outcome assessed at the same time.
Concurrent Validity
300
Highly efficient and more precise than any conventional method of testing.
Computerized Adaptive Tests
400
It is a process wherein the interviewer asks an applicant to describe and document a specific event in his or her past experience.
Sample behaviors
400
Give the two assessment centers activities.
In- basket Technique
Leaderless Group Discussion
400
It determines whether the applicant is suited for certain occupations.
Aptitude and Interest Tests
400
It is a test administered to a group of applicants.
Validation sample or
Predictive Validity
400
Typically use multiple choice questions or essay type items to evaluate technical or professional expertise and knowledge required for specific jobs or professions.
Job Knowledge Skills Tests
500
Give the two traditional and favored methods of recruiting
Accepting unsolicited applications from people “who walk in off the street”
Informing current employees of job openings and accepting their referrals.
500
Give the four interview techniques.
Unstructured
Structured
Situational
Online
500
Give the four main reasons for psychological assessment in the workplace
Selection
Promotion
Downsizing
Formal Appraisal
500
What does CASPER means?
Computerized Assessment System for Psychotherapy Evaluation and Research